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History lesson en.wikipedia/wiki/Five_Ws

History lesson http://en.wikipedia.org/wiki/Five_Ws. Hermagoras of Temnos defined 7 "circumstances" as the loci of an issue: Quis , quid, quando , ubi , cur, quem ad modum , quibus adminiculis . (Who, what, when, where, why, in what way, by what means). Five Ws ( Victorinus ).

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History lesson en.wikipedia/wiki/Five_Ws

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  1. History lesson http://en.wikipedia.org/wiki/Five_Ws Hermagoras of Temnos defined 7 "circumstances" as the loci of an issue: Quis, quid, quando, ubi, cur, quem ad modum, quibusadminiculis. (Who, what, when, where, why, in what way, by what means)

  2. Five Ws(Victorinus)

  3. Contents

  4. Can/Do people change? http://www.livingwaters.com

  5. If you keep doing what you've been doing … Dr A. Rodafinos

  6. http://www.madezee.com/change-of-life/

  7. Can I change others? http://img195.imageshack.us Dr A. Rodafinos

  8. Learning If we can learn, then we can unlearn. Learning how we learn, we learn how to unlearn. Dr A. Rodafinos

  9. 1. Social Learning Theory (observational learning) www.smh.com.au Dr A. Rodafinos

  10. Modeling 1, 2, 3, CLAP Actions speak louder… Do as I say …! http://thumbs.hypem.com/ Dr A. Rodafinos

  11. Walkyourtalk http://apu.mabul.org/up/apu/2008/01/20/img-zil85920840.jpg

  12. 2. Classical Conditioning Learn to program your mind! (else, plenty of people will be happy to do it for you) nvtech.com

  13. Classical Conditioning and sexual preferences http://ecx.images-amazon.com/images/I/51pVdeenNlL._SS120_.jpg

  14. 3. The law of Thorndike Any behaviour that is immediately and consistently reinforced, tends to be repeated (and vice versa) www.rickbates.net Dr A. Rodafinos

  15. Whatever we do, we do it to gain pleasure or to avoid pain. guides.wikinut.com Dr A. Rodafinos

  16. Identify the type of learning http://www.mocxi.com/moc/index.php?showtopic=111622&mode=linear

  17. Why don’t people change?

  18. Reasons not to change • We feel insecure with changes & comfortable • This is the way we’ve done it… • Can’t see the reason • Needs effort • I tried and failed • Performance will drop • No one has shown them the steps! vaughanmerlyn.com Dr A. Rodafinos

  19. http://sweetwaterlibraries.com/sclsblogs/readeronthesamepage/index.php/sclsblogs/readeronthesamepage/index.php?paged=2http://sweetwaterlibraries.com/sclsblogs/readeronthesamepage/index.php/sclsblogs/readeronthesamepage/index.php?paged=2

  20. They hurt a lot.They are bored.They discover they can. • astronet.hu avatars.imvu.com inglesecultura.blogspot.com

  21. If you can find a strong enough why, you can find almost any how. www.cm-chamusca.pt Dr A. Rodafinos

  22. The 81-19 rule 81% is the ‘why’ 19% is the ‘how’ Dr A. Rodafinos

  23. Incentives Not a matter of Ability but of Motive Often we can change in a minute. Dr A. Rodafinos

  24. WII-FM = What’s InItForMe Dr A. Rodafinos

  25. My Wheel of Life 10 10 10 Finances Career Love Mental growth Health – Phys. Condition 10 10 Family Self-esteem 10 Social Life 10 10

  26. My Wheel of Life Arrod.co.uk

  27. Stages (Prochaska & DiClemente) well-fitbodies.com

  28. http://www.biggerplate.com/mindmaps/hTxF4oir/kotter-s-eight-step-process-for-leading-successful-changehttp://www.biggerplate.com/mindmaps/hTxF4oir/kotter-s-eight-step-process-for-leading-successful-change

  29. live-the-solution.com

  30. Change Techniques Addressing Concerns: So removing objections. Boiling the Frog: Incremental changes may well not be noticed. Burning Bridges: Ensure there is no way back. Burning Platform: Expose or create a crisis to get things going. Challenge: Inspire them to achieve remarkable things. Coaching: Psychological support for executives. Command: Tell them what to do. Destabilizing: Shake people of their comfort zone. Evidence for Change: Cold, hard data to show need for change. Evidence Stream: Show them time and again that the change is happening. Education: Learn them to change. Facilitation: Use a facilitator to guide team meetings. First Steps: Make it easy to get going. Golden Handcuffs: Keep key people with delayed rewards. Institutionalization: Building change into the formal systems and structures. Involvement: Give them an important role. Management by Objectives (MBO): Tell people what to do, but not how. Management Causality Mapping: Helping a team see its own role. Managing Timescales: Control when things happen. Open Space: People talking about what interests them. Rationalization Trap: Get them into action first. Re-education: Train the people you have in new knowledge/skills. Restructuring: Redesign the organization to force behavior change. Reward Alignment: Align rewards with desired behaviors. Rites of Passage: Use formal rituals to confirm change. Setting Goals: Give them a formal objective. Shift-and-Sync: Change a bit then pause to restabilize. Socializing: Build it into the social fabric. Spill-and-Fill: Incremental movement to a new organization. Stepwise Change: Breaking things down into smaller packages. Visioning: Create a motivating view of the future. Whole-System Planning: Everyone planning together. These are also available, sorted by Lewin's freeze phases, as: Unfreezing Techniques to get them going. Transitioning Techniques to get them to the right place. Refreezing Techniques to keep them there. See also Creating a Positive Culture, Creative methods, Conversion techniques, Objection-handling, Sequential Requests, Getting others to do what they don't have to do

  31. SEVEN STEPS(Ζ. Ziglar) 1. IDENTIFY YOUR GOALS 2. BENEFITS 3. OBSTACLES 4. NECESSARY SKILLS OR KNOWLEDGE 5. WHO CAN HELP ME 6. ACTION PLAN 7. DEADLINE • coolclips.com

  32. Common errors • Too many goals “smoking, exercise, diet, drinking, sleeping late, …" http://www.redticketproductions.com/images/euroguide.jpg Dr A. Rodafinos

  33. The end -Is this it, Lord? http://www.lindaayers.com/images/microsoft%20teacher%20clip-ED00096A.gif www.abc.net.au

  34. $23 US + postage = … $20 AUD

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